Hi everyone, I’m currently in the middle of an EEOC case and could really use some insight from anyone who has gone through something similar.
I filed a complaint against my former employer, AECOM, related to my pregnancy and how I was treated at work. I provided medical documentation stating that I could continue working with accommodations (light duty and no more than 8 consecutive hours). Instead of accommodating me, I was removed from the schedule entirely and ended up with zero hours.
HR was aware of my condition and requested additional documentation, but I was still not placed back on the schedule. I also have messages showing that I reached out asking why I wasn’t scheduled and didn’t receive clear answers.
My case is currently assigned to an EEOC investigator, but last Friday the EEOC District Director personally called me and spoke with me for about an hour asking questions about my case. She mentioned she wasn’t sure if my situation clearly falls under discrimination, and she also brought up the idea of settlement and asked what amount I would consider.
She initially mentioned something like $3,000, which surprised me. I told them I would be willing to settle for $20,000 based on everything that happened.
I’m just trying to understand:
- Is it normal for a District Director to call directly instead of the investigator?
- Does that usually mean the case is strong, weak, or just unclear?
- Based on similar cases, does $20,000 sound reasonable, too high, or too low?
- Has anyone experienced being removed from the schedule instead of being accommodated during pregnancy; how did your case turn out?
I’ve submitted documentation including medical forms, HR emails, and proof of being taken off the schedule.
Any insight would really help. Thank you!